Adaptation,mitigation and risk: An analytic approach

The adaptation vs. mitigation dilemma is considered by analyzing a simple dynamic model of managing a polluting process subject to the risk of abrupt occurrences of harmful events. The occurrence hazard can be mitigated by reducing the polluting emissions, while the occurrence damage can be controlled via investments in adaptation activities. A full dynamic characterization of the optimal mitigation/adaptation processes is presented. The adaptation and mitigation policies interact strongly, and the evolution in time of each is affected by the option to implement the other. The conditions under which adaptation investments should begin promptly, take place after some delay or be avoided altogether are derived in terms of some key model parameters.     

Cooperation and conflict among nations: An application of multi-sample confirmatory factor analysis

The measurement of cooperation and conflict among nations differs greatly among several empirical studies of international relations. In the multidimensional approach to the measurement of both concepts, cooperation and conflict are considered to be unmeasured traits of various indicators in different areas of interest. Insight into the validity of the measurement theory can be gained from the fit of the estimated measurement model and from the estimates of the unknown parameters. These estimates are obtained through confirmatory factor analysis of data on observable policy Indicators of both concepts (see e.g., Jöreskog, 1969). The reliability of the estimated model can be investigated by means of multi-sample confirmatory factor analysis, which allows one to fit a specified model to several data sets simultaneously. Maximum likelihood estimates of the unknown parameters of one-sample and multi-sample confirmatory factor analysis models, based on data available in COPDAB, can be obtained by using the LISREL-VI program (see Jöreskog and Sörbom (1986). The results indicate that cooperation and conflict in foreign policies of nations have de-escalating effects upon each other.     

Work-related acculturation: change in individual work-related cultural values following immigration

The effects of culture in the workplace have been well documented. Because cultures vary across countries, business practices that are effective in some regions may not be effective in others. While cross-country cultural differences have been explored in depth, little is known about cultural variations and dynamics in the context of immigration. On the basis of a multilevel study of 2163 immigrants and locals residing in Canada, we investigate (1) patterns of immigrant acculturation; (2) the relationship between acculturation of visible elements of culture, such as language proficiency or cuisine and music tastes, and acculturation of tacit cultural values and (3) individual- and group-level predictors and moderators of acculturation. The results are discussed with a focus on implications for practitioner managers and immigration policy makers.     

Identification-commitment inventory (ICI model): confirmatory factor analysis and construct validity

The aim of this study is to confirm the factorial structure of the Identification-Commitment Inventory (ICI) developed within the frame of the Human System Audit (HSA) (Quijano et al. in Revist Psicol Soc Apl 10(2):27–61, 2000; Pap Psicól Revist Col Of Psicó 29:92–106, 2008). Commitment and identification are understood by the HSA at an individual level as part of the quality of human processes and resources in an organization; and therefore as antecedents of important organizational outcomes, such as personnel turnover intentions, organizational citizenship behavior, etc. (Meyer et al. in J Org Behav 27:665–683, 2006). The theoretical integrative model which underlies ICI Quijano et al. (2000) was tested in a sample (N = 625) of workers in a Spanish public hospital. Confirmatory factor analysis through structural equation modeling was performed. Elliptical least square solution was chosen as estimator procedure on account of non-normal distribution of the variables. The results confirm the goodness of fit of an integrative model, which underlies the relation between Commitment and Identification, although each one is operatively different.     

Constructing measures for school process variables: the potential of multilevel confirmatory factor analysis

This article investigates the potential of multilevel confirmatory factor analysis compared to using conventional confirmatory factor analysis, as regards the construction of measures for school process variables within educational effectiveness research. Since both techniques have not been systematically compared within educational research, we propose to contrast several aspects: factor structure, pattern of factor loadings, communalities of the indicators, variance extracted by the factors, internal consistency of the factors, and inter-factor correlations. To this end, teacher questionnaire data are used to construct measures for school process variables. Our results show no substantial differences when comparing both techniques at the teacher level. However, when contrasting the different levels within the more complex technique, we notice a fairly large discrepancy between the teacher-level results and the school-level results.     

Value congruence and job-related attitudes in a nonprofit organization: a competing values approach

Researchers have highlighted the importance of the nonprofit sector, its continued growth, and a relative lack of literature particularly related to nonprofit organizational values. Therefore, this study investigates organizational culture in a human services nonprofit organization. The relationship between person-organization value congruence and employee and volunteer job-related attitudes is examined (N = 227). Following initial qualitative enquiry, confirmatory factor analyses of the Competing Values Framework and additional values revealed five dimensions of organizational values. The relationship between value congruence, and employee and volunteers' job-related attitudes was examined using polynomial regression techniques. Analyses revealed that for employees, job-related attitudes were influenced strongly by organization values ratings, particularly when exceeding person ratings of the same values. For volunteers, person value ratings exceeding organization value ratings were especially detrimental to their job-related attitudes. Findings are discussed in terms of their theoretical and practical implications.     

Designing awareness campaigns to counter human trafficking: An analytic approach

Human trafficking – the trade of persons for the gain of others – is a pervasive societal issue. Ongoing trafficking recruitment calls for targeted prevention strategies for individuals and communities at risk. Awareness campaigns, arguably the most common form of trafficking prevention, are intended to alert individuals to the tactics used by traffickers and provide them with practical strategies to avoid deception and exploitation. However there is a shortage of technical solutions regarding the analysis, impact assessment, and evaluation of alternatives related to implementing awareness campaigns. We present a resource allocation model that can be used to determine the allocation of funds that maximizes increases in trafficking awareness among at-risk populations. We apply this model to determine the allocation of a limited budget among different types of prevention programs in at-risk populations in Nepal. For each awareness campaign, we estimate a production function that relates the amount invested to the associated change in awareness. When allocating limited resources, decision makers must balance competing interests, and we illustrate the impact of three allocation policies on trafficking awareness. The model presented in this article is a first attempt to help decision makers evaluate how to allocate funds in the context of trafficking awareness.     

Goodness of fit in confirmatory factor analysis: The effects of sample size and model parsimony

The purpose of the present investigation is to examine the influence of sample size (N) and model parsimony on a set of 22 goodness-of-fit indices including those typically used in confirmatory factor analysis and some recently developed indices. For sample data simulated from two known population data structures, values for 6 of 22 fit indices were reasonably independent ofN and were not significantly affected by estimating parameters known to have zero values in the population: two indices based on noncentrality described by McDonald (1989; McDonald and Marsh, 1990), a relative (incremental) index based on noncentrality (Bentler, 1990; McDonald & Marsh, 1990), unbiased estimates of LISREL's GFI and AGFI (Joreskog & Sorbom, 1981) presented by Steiger (1989, 1990) that are based on noncentrality, and the widely known relative index developed by Tucker and Lewis (1973). Penalties for model complexity designed to control for sampling fluctuations and to address the inevitable compromise between goodness of fit and model parsimony were evaluated.     

Assessing technology portfolios for contract competition: An analytic hierarchy process approach

Firms engaged in high-technology government and commercial contracts allocate discretionary funds to R&D projects to enhance the quality of prototype design. We propose a method for targeting enhancements which appeal to clients while also providing technological advantage vis-a-vis other firms competing for the same contracts. R&D projects can be scored on their contribution to contract selection criteria and compared in the context of a technology portfolio, a matrix that reveals the relative merits of the engineering proposals and potential technology niches.

Knowledge on clients, competitors and priorities regarding selection criteria is often judgmental and fragmented within the firm. Meaningful translation of various experts' comparisons into a hierarchical, internally consistent scoring scheme is achieved with Saaty's analytic hierarchy process. Carefully specified technical benchmarks, used to scale quality and cost data, are also instrumental for soliciting judgmental knowledge. Implementation of the technology portfolio assessment is illustrated with a practical example drawn from defense contracting.     

因素分析法下子指标排序问题思考

如何科学合理地对各子因素指标进行排序对管理决策而言至关重要.本文在研究目前有关文献的基础上,分析了因素分析法的利弊,并给出了较为科学的排序规则.     

Polychoric versus Pearson correlations in exploratory and confirmatory factor analysis of ordinal variables

Given that the use of Likert scales is increasingly common in the field of social research it is necessary to determine which methodology is the most suitable for analysing the data obtained; although, given the categorization of these scales, the results should be treated as ordinal data it is often the case that they are analysed using techniques designed for cardinal measures. One of the most widely used techniques for studying the construct validity of data is factor analysis, whether exploratory or confirmatory, and this method uses correlation matrices (generally Pearson) to obtain factor solutions. In this context, and by means of simulation studies, we aim to illustrate the advantages of using polychoric rather than Pearson correlations, taking into account that the latter require quantitative variables measured in intervals, and that the relationship between these variables has to be monotonic. The results show that the solutions obtained using polychoric correlations provide a more accurate reproduction of the measurement model used to generate the data.     

Empirical factor demands and flexible functional forms: a bayesian approach

In this paper we compare classical econometrics, calibration and Bayesian inference in the context of the empirical analysis of factor demands. Our application is based on a popular flexible functional form for the firm's cost function, namely Diewert's Generalized Leontief function, and uses the well-known Berndt and Wood 1947–1971 KLEM data on the US manufacturing sector. We illustrate how the Gibbs sampling methodology can be easily used to calibrate parameter values and elasticities on the basis of previous knowledge from alternative studies on the same data, but with different functional forms. We rely on a system of mixed non-informative diffuse priors for some key parameters and informative tight priors for others. Within the Gibbs sampler, we employ rejection sampling to incorporate parameter restrictions, which are suggested by economic theory but in general rejected by economic data. Our results show that values of those parameters that relate to non-informative priors are almost equal to the standard SUR estimates, whereas differences come out for those parameters to which we have assigned informative priors. Moreover, discrepancies can be appreciated in some crucial parameter estimates obtained with or without rejection sampling.     

The role of cultural values on a firm's strategic human resource management development: a comparative case study of Spanish firms in China

This paper attempts to better understand the role of cultural values as a human resource contributor to a firm's strategic development. Comparative case studies of two Spanish subsidiaries in China were made using on-site, in-depth qualitative research in both Spain and China. We then examine how this difference in management affects the firm's overall strategic development and, hence, its performance. The results of the study suggest that cultural values, as a human resource contributor, do indeed affect a firm's overall strategic development and, hence, the firm's resulting success or failure. Throughout the paper, the management by values (MBV) framework is used as a lens to further examine and better understand this process.     

Cross-cultural perceptions of clan control in Korean multinational companies: a conceptual investigation of employees' fairness monitoring based on cultural values

While enjoying success in their home territory in terms of human resource management (HRM) and employee commitment, Korean multinational companies (MNCs) seem to struggle in their overseas subsidiaries to replicate this success in attracting/retaining talent. To explain the HRM challenges seen in many Korean MNCs, we adapt the notion of employees' fairness monitoring in developing a model which illustrates the relationships between clan control in Korean MNCs, employee's perceived fairness and the cultural values of individualism and collectivism. We offer our first set of propositions concerning associations between fairness monitoring and cultural values, before suggesting another set of propositions about relationships between employees' fairness judgement and clan control in Korean MNCs. Figures graphically illustrating of some of our propositions are also presented. Our model proposes that clan control in Korean MNCs may cause perceived low fairness judgement during employees' fairness monitoring in both individualistic and collectivistic cultures. We believe this paper should stimulate further enquiries in international HRM, cross-culture and fairness literatures.     

An analytic approach to the study of gun control policies

This paper explores the theoretic and policy implications of the assumption that the objective of gun ownership is to enhance the security of gun owners and their associates. Security is defined as the probability of not being victimized in a criminal assault and not suffering accidental injury or death in a gun-related incident. An elementary mathematical model is constructed and analyzed. This model and controversial data currently available lead to the conclusion that the percentage of the population owning guns should be larger than now it is. This result does not imply that gun ownership should be made more accessible. Gun ownership may be one possible way to reduce crime. Other ways to achieve this objective are better police control, education, socio-economic justice, etc. The possibility that these alternatives are more effective crime deterrents is not explored in this paper, nor in the studies that provided the data. This evaluation is needed before deciding whether increased gun ownership is the policy that should be adopted in order to reduce crime.     

A methodology to rank enterprise application integration platforms from a performance perspective: an analytic hierarchy process-based approach

ABSTRACT

Companies’ software ecosystems comprise applications that support their business processes. Frequently, these applications have been developed with different technologies and with no concern about integration. Integration platforms are tools that facilitate the development and execution of integration solutions. In this article, we propose a methodology to support software engineers in the decision-making process for an integration platform when performance is a central requirement. The proposed methodology adds objective criteria for performance assessment purposes and has been used to rank the five most popular integration platforms in order to prove its feasibility.     

The robustness of maximum likelihood and distribution-free estimators to non-normality in confirmatory factor analysis

The present Monte Carlo compares the estimates produced by maximum likelihood (ML) and asymptotically distribution-free (ADF) methods. The study extends prior research by investigating the combined effects of sample size, magnitude of correlation among observed indicators, number of indicators, magnitude of skewness and kurtosis, and proportion of indicators with non-normal distributions. Results indicate that both ML and ADF showed little bias in estimates of factor loadings under all conditions studied. As the number of indicators in the model increased, ADF produced greater negative bias in estimates of uniquenesses than ML. In addition, the bias in standard errors for both ML and ADF estimation increased in models with more indicators, and this effect was more pronounced for ADF than ML. Increases in skewness and kurtosis resulted in greater underestimating of standard errors; ML standard errors showed greater bias than ADF under conditions of non-normality, and ML chi-square statistics were also inflated. However, when only half the indicators departed from normality, the inflation in ML chi-square decreased.     

Development and validation of an Integrated Organizational Safety Climate Questionnaire with multilevel confirmatory factor analysis

Meta-analytic and traditional reviews on safety climate reveal theoretical and methodological safety climate issues still open. The main aim of this study is to propose a questionnaire which combines recent and different approaches to safety climate, trying to give a contribute about these issues. The present research led to the development of a new questionnaire to measure safety climate, suitable for blue-collar workers, and to the evaluation of its psychometric properties, and usefulness to measure safety climate in the industrial sector. Multilevel confirmatory factor analysis (MCFA) was used to properly evaluate the factor structure underlying the safety climate questionnaire composed of three scales: organizational safety climate scale, supervisor’s safety climate scale and co-workers’ safety climate scale. The clear distinction, made with the use of three different scales, among safety agents (organization, supervisor, co-workers), allows the assessment of workers’ perceptions focused on each level, and allows to deeply explore, for instance, lateral relationships of supervisor’s safety climate and co-workers’ safety climate, analysing the interactions between the roles of these two safety agents. A two-level design was used, considering the individual level and the work-group level. Data collection involved 1,617 blue-collars from eight Italian manufacturing companies. The MCFA results demonstrated the importance to use proper analysis to study the factor structure of a multilevel construct as safety climate, and confirmed the theoretical structure of safety climate purposed from Griffin and colleagues, using not only psychological climate (i.e., the individual level), but also the group level safety climate.     

The impacts of education spending and finance reform on manufacturing property shadow values: a cost function approach

The effects of court-ordered education finance reform on property values and residential choice have received increasing attention in recent years (Fischel 2001). However, little attention has been focused on the effects of education finance reform on manufacturing sector property values within an optimizing framework. This is pursued here by modeling education expenditures and education finance reform as “free” variables to manufacturing firms in a cost function model together with input demand equations. This framework is applied to panel data on manufacturers’ capital (building and structures) stocks for the 48 continental US for 1982–1996 to estimate implicit (shadow) values to the manufacturing sector of education spending and school finance reform. On average, school finance reform lowers the implicit value of manufacturing firms’ stock of buildings and structures capital, while greater education spending lowers manufacturing variable costs.

Transformational leadership and job involvement in the Middle East: the moderating role of individually held cultural values

This study examines whether individually held cultural values moderate the relationship between transformational leadership behavior of supervisors and the job involvement of subordinates in the Middle Eastern organizational context. Hierarchical regression analysis was used to analyze survey data from 229 employees of 10 organizations in the United Arab Emirates. In line with the findings of studies in Western countries, transformational leadership was found to influence job involvement positively. In addition, the cultural value orientations of individuals were found to moderate this relationship. Collectivism positively influenced the relationship between transformational leadership and job involvement, whereas uncertainty avoidance had a negative effect. These findings provide an insight into how transformational leadership may be used to motivate culturally diverse groups of employees within the Middle East. To enhance job involvement, organizations need to realize that the attitudinal response of subordinates to transformational leadership can depend on their cultural values. This has significant implications regarding the training and effective deployment of transformational leaders within Middle Eastern organizations.